个性化契约与核心员工亲组织不道德行为:社会认知理论的视角被引量：16

Idiosyncratic deals and core employees’unethical pro-organizational behavior:Social cognitive theory perspective

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摘要近年来,企业道德缺失事件的频发使得工作场所不道德行为备受关注,其中为了组织及其成员的利益而导致员工从事的亲组织不道德行为成为了该领域研究的前沿命题。鉴于现有研究主要从个体特质、道德事件特征和领导行为角度对普通员工亲组织不道德行为进行解释,本文从员工与组织关系角度,基于社会认知理论,对446名核心员工进行问卷调查,探讨个性化契约通过心理特权对核心员工亲组织不道德行为的影响过程,以及企业伪善在其中的调节作用。结果表明:(1)个性化契约对核心员工亲组织不道德行为有显著的正向影响;(2)心理特权在个性化契约与核心员工亲组织不道德行为之间具有部分中介作用;(3)企业伪善在心理特权与核心员工亲组织不道德行为之间具有正向的调节作用;(4)企业伪善调节了个性化契约通过心理特权对核心员工亲组织不道德行为影响的中介过程,从而表现出有调节的中介作用。 In recent years,due to the frequent occurrence of corporate ethics deficiencies,unethical behavior in the workplace has attracted much attention.Although researches on selfish unethical behaviors in the workplace have been ongoing for more than 30 years,however,little attention has been paid to altruistic unethical behavior.Umphress and Bingham(2010)explored altruistic unethical behaviors,and for the first time proposed the concept of unethical pro-organizational behaviors,which has become the leading topic in the field of employee unethical behavior research.Although the starting point is different from that of selfish unethical behavior,unethical pro-organizational behavior will also damage the relationship between organization and other stakeholders,as well as its external reputation.However,most of the existing researches have explored the influencing factors of unethical pro-organizational behavior from the perspective of individual characteristics,ethical event characteristics and leadership behaviors,but rarely examined core employees from the perspective of employee-organization relations.At present,idiosyncratic deals have become a hot topic in the study of employee-organizational relationships from the perspective of individual behavior,at the same time which is also an important incentive strategy for organizations to attract and retain core employees.Idiosyncratic deals can not only improve core employees’innovative behavior,job performance and job satisfaction,but also have a negative impact on core employees.Core employees expect more resources in order to achieve the performance goals set by the organization’s personalized work placements,which provides conditioning for the start of core employees’psychological entitlements,especially core employees take unethical behavior under the influence of the overall moral atmosphere at the organization level.Moreover,according to social cognitive theory,corporate hypocrisy belongs to the overall moral environment factors at the organizational level,which may be transmitted to the core employees in the organization through social cognition,thus forming a chain reaction of unethical behavior,which provides a theoretical explanation framework for this paper to build a moderated mediating effect model of idiosyncratic deals affecting core employees’unethical pro-organizational behaviors.In the context of the relationship between employees and organizations,based on social cognition theory,this paper explores the effect of idiosyncratic deals on core employees’unethical pro-organizational behavior through the mediating effect psychological entitlement and the moderating effect of corporate hypocrisy.Using a longitudinal survey method,a survey was conducted on 446 core employees.At the first time point,participants filled out an idiosyncratic deal and psychological entitlement questionnaire.At the second time point(two weeks later),a questionnaire on corporate hypocrisy and unethical pro-organizational behavior was completed.Then,SPSS 19.0 and Amos 19.0 were used to analyze a common method deviation test,correlation analysis,mediating effect,moderating effect and moderated mediating effect of the collected data.The results show that:(1)Idiosyncratic deals have a significant positive effect on core employees’unethical pro-organizational behavior;(2)Psychological entitlement has a partial mediating effect on the relationship between idiosyncratic deals and core employees’unethical pro-organizational behavior;(3)Corporate hypocrisy has a positive moderating effect on the relationship between psychological entitlements and core employees’unethical pro-organizational behavior;(4)Idiosyncratic deals effected core employees’unethical pro-organizational behavior through psychological entitlement,which was moderated by corporate hypocrisy that acted as a moderated-mediator Corporate hypocrisy moderates the mediating effect of idiosyncratic deals on core employees’unethical pro-organizational behavior through psychological entitlements,thus showing a moderated mediating effect effect.These conclusions demonstrate how core employees’psychological entitlement as a mediator is moderated by corporate hypocrisy.The higher the degree of corporate hypocrisy,the stronger the relationship between psychological entitlement and unethical pro-organizational behavior.The theoretical and practical significance of this research is as follows:First,exploration of the negative effects of idiosyncratic deals has been rare.This paper shows that idiosyncratic deals have a significant positive effect on core employees’unethical pro-organizational behavior,which is enlightening to improve the theoretical studies on idiosyncratic deals and the management practice of organization intervening in core employees’unethical pro-organizational behavior.Secondly,the exploration of core employees’unethical pro-organizational behaviors has also been very rare.This paper finds that psychological entitlement has a mediating effect on the relationship between idiosyncratic deals and core employees’unethical pro-organizational behavior,which not only expands the research scope of unethical pro-organizational behaviors,but also provides a theoretical basis for the practice of organizing scientific and systematic intervention of core employees’psychological entitlements.Thirdly,exploration of whether or not corporate hypocrisy is transmitted to core employees in the organization through social cognition,thus forming a chain reaction of unethical behavior,is lacking.This paper finds that corporate hypocrisy positively moderates the effect of psychological entitlement on core employees’unethical pro-organizational behavior.This not only enriches the theory of corporate hypocrisy,but also provides some enlightenment for the organization effectively regulate“like a house of cards-if the foundation is weak,the building will crumble”.In summary,the construction and verification of a moderated-mediating model has not only positively addressed the“black box”between idiosyncratic deals and core employees’unethical pro-organizational behavior,but has also enriched social cognitive theory.

作者王国猛张梦思赵曙明李丽 WANG Guomeng;ZHANG Mengsi;ZHAO Shuming;LI li(Department of Psychology,Hunan Normal University,Changsha 410081,China;Business School,Nanjing University,Nanjing 210093,China)

机构地区湖南师范大学心理学系南京大学商学院

出处《管理工程学报》 CSSCI CSCD 北大核心 2020年第4期44-51,共8页 Journal of Industrial Engineering and Engineering Management

基金国家自然科学基金资助重点项目(71332002) 教育部人文社会科学研究规划基金资助项目(19YJA630075) 湖南省哲学社会科学基金资助项目(16YBA264)。

关键词个性化契约心理特权企业伪善亲组织不道德行为 Idiosyncratic deals Psychological entitlement Corporate hypocrisy Unethical pro-organizational behavior

分类号 F272.92 [经济管理—企业管理]

作者简介王国猛(1975—),男,湖南益阳人,湖南师范大学心理学系副教授,博士,研究方向:组织行为与人力资源管理研究。